اعتناء المستشرقين بالواقدي وكتابه المغازي دراسة تحليلية

Muhammad ibn ‘Umr Al-W฀qid฀ is considered to be one of the most famous early Muslim historians. Despite being disputed among the circle of Muhaddith฀n, he was popular among the early Muslim historians. He got recognition and fame as a historian in the 2nd half of 2nd century of Hijrah. In fact, he was an outstanding historian who introduced new trends in writing and composition of historic narratives. The early Muslim historians cited and quoted Al-W฀qid฀ freely where they needed him without any kind of reluctance. It is well to know that western orientalists pay special attention to AlW฀qid฀ and his book "Al-Magh฀z฀ ". Perhaps it is not due to their biasness or impartiality, but for the excellent work of Al-W฀qid฀. In this regard, they think that Al-W฀qid฀ is more accurate and clear in giving details and judgments about historical events than any other early Muslim historian. Al-W฀qid฀ 's dating of historical events is more acute and correct. He owns what he produces and narrates. Moreover, he seems to be sensitive and aware of consequences of what he writes in his book " Al-Magh฀z฀ ", that is why we see him sometime indulging in some issues extra-ordinarily and proving and disproving what he thinks right or wrong by logical (internal and external) criticism. Al-W฀qid฀ explores historical events and tries to know about root causes of their happening and finally analyzes their consequences. These are some special qualities of Al-W฀qid฀ 's work in the eyes of western orientalists. In this article, I have tried to highlight these aspects of Al-W฀qid฀ 's work from the oriental literature.

Impact of Internal Marketing on Employees In-Role and Extra-Role Behavior in Services Sector of Pakistan: Mediating Role of Employee Satisfaction and Moderating Role of Personality

Due to globalization, advancement in technology and specialized knowledge of the workforce, business environment has become profoundly dynamic. To cope with this challenge, human resources are the only non-imitable resources that can increase the productivity and bring competitive advantage to a firm. In services industry, front-line employees play a critical role to get competitive advantage to their firm by providing excellent services to their customers. Because of this paramount importance of front line employees in service providing organizations, there is need to study the factors that can enhance and drive employees behaviors in the desired direction so that overall productivity of the organization may be improved. Therefore, the purpose of present research is to investigate the relationship between internal marketing and selected employee attitudes (i.e., employee job satisfaction & organizational commitment), and employee behaviors (i.e., employee performance, organizational citizenship behavior, creative performance & counterproductive work behavior). In addition to this, mediating role of employee job attitudes among the relationship between internal marketing and selected employee behaviors and moderating role of big five personality traits among the relationship between internal marketing and employee attitudes were also checked. Two sourced, time lagged primary data was collected from frontline employees and their respective supervisors of five major telecom cellular service providing organizations in Pakistan with the help of structured questionnaires adapted from previous literature. Descriptive analysis, correlation, and simple linear regression analysis were used to analyze data. Mediation analysis was performed with the help of process macros developed by Preacher and Hayes and moderation analysis were performed with the help of step wise regression following the guidelines of Baron and Kenny and were confirmed with the help of interactions test for significant differences between the slopes proposed by Aiken and West. Results indicate that employee job satisfaction and organizational commitment partially mediate the relationship between internal marketing and selected employee behaviors. Among big five personality traits, only trait conscientiousness slightly moderated the relationship between internal marketing with organizational commitment while trait conscientiousness, neuroticism and extroversion slightly moderates the relationship between internal marketing and employee job satisfaction. In sum, internal marketing is found as a tool, if applied properly, can mold employee behaviors in desired directions. Managerial implications, limitations of the research and recommendations for future research are presented the end of the dissertation.